Transcript When Spider Webs Unite…” Weaving a Legacy of Success for

“When Spider Webs Unite…” Weaving a Legacy of
Success for Black Students & Professionals at PWI's
through Cross Campus Collaboration
Vincent L. Briley & Lisa M. Scott, Denison University
Chris Kennerly, Kenyon College
2006 OASPA / OCPA Conference
Worthington, OH
Introductions

Vincent L. Briley, Director
Office of Multi-Cultural Student Affairs
Denison University – [email protected]

Lisa M. Scott, Director
Office of Affirmative Action & Diversity Programs
Office of the President
Denison University – [email protected]

Chris Kennerly, Assistant Dean & Director
Multicultural Affairs & Snowden Multicultural Center
Kenyon College – [email protected]
Definition of Terms
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HBCU
PWI
Isolation
Diversity
Mentor
Spiders?
An Ethiopian Proverb
“When spider webs unite,
they can tie up a lion.”
Anansi; An Akan-Ashanti Hero
 Anansi – The original Spider Man is an
African cultural icon & folktale hero that
traveled with the enslaved Africans
throughout the world. Anansi is honored as a
knowledge bearer, trickster, & story-teller.
A Call to Action
“It is extremely important that Black administrators
hold positions that are in the mainstream of the
university. Black administrators must be seen by Black
students as professionals …. as role models as well as
professionals who are in a position to take advantage
of an opportunity. Black administrators and faculty
members must understand that the most useful and
meaningful function for Black administrators on White
campuses is to become advocates for black students.”
Clarence G. Williams “Role Models and Mentors for
Young Black Administrators, Faculty and
Students at Predominantly White Campuses”
DiversityWeb 2006
Addressing Isolation of Black
Professionals & Students at PWI’s
“Blacks still remain under represented
at every level of higher education
hierarchy”
Dr. Manning Marable “Blacks in Higher
Education: An Endangered Species?” Along
The Color Line July 2002
Addressing Duality of Roles for
Black A & F at PWI’s
 Often, the expectations for Black
Administrators & Faculty are greater
than White Administrators & Faculty
at PWI’s.
1. Expected to serve as advocates for
Black & Minority students.
2. Be a spokesperson for and researcher of
diversity issues whether or not it's their
field of expertise.
Models of Success on Campus
DU Black Faculty Caucus / OC Nia-BFAST
These organizations provide socio-cultural
support for Black students, represents the
interests of faculty, staff, administrators, and
students, and facilitates cross-cultural
development of the campus community.
Serves as “Home” for Black
Professionals at PWI’s
Models of Success in Central Ohio
The Alliance for Black Student Leadership

The Alliance of Black Student Leadership is body of Black
Student Unions (BSU's) and other Black Student Leaders
from Otterbein College, Capital University, Ohio Wesleyan
University, Kenyon College and Denison University. The
Alliance for Black Student Leadership (The Alliance) works
together to develop, strengthen and foster student
leadership amongst African American students. Students
from the various campuses come together throughout the
year for social events, educational programs and networking
opportunities.
Regional Models of Success
Great Lakes Colleges Association Incorporated
Committee for Institutional Commitment to
Educational Equity / GLCA-ICEE
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The ICEE committee, comprised of faculty &
administrators from the 12 member institutions,
gives direction to consortial programming and
disciplinary studies, and informs and addresses the
GLCA community on issues of diversity and
educational equity. SOC Leadership Conference,
Black Studies Conference, Best Practices in Hiring
Faculty of Color.
National Models of Success
National Association of Student Affairs
Professionals / NASAP

NASAP, founded in 1954 on the campus of Howard
University, was created to help fill a void in professional
development opportunities for persons of color in student
affairs during the height of segregation. Today, NASAP
provides a nurturing umbrella for student affairs
professionals and students at historically Black colleges and
universities, as well as persons in minority affairs at
traditionally White institutions.
What is Missing?

A state-wide initiative to marshal the
knowledge, skills, and network of Black
higher education administrators & faculty.
1.
Creation of the Ohio Consortium of Black
Professionals in Higher Education. (Fall’06)
Creation of List-Serv & Web Site of Multi-Cultural &
Minority Affairs Directors of Ohio. (Summer/Fall’06).
Establishing a State-wide Mentor / Protégé
relationship between new and seasoned
administrators and faculty.
2.
3.
Critical
Components of
Successful
Collaboration
Thoughtfulness
 Why does this project require a collaboration?
 How will this project benefit from a collaborative
effort?
 Are their institutional benefits to this
collaboration?
 Do I have significant, effective relationships for a
collaborative effort?
 What kind of commitment will I need people to
make?
 Will there be any political fallout to this
collaboration?
 Is there a culture of collaboration at this
institution?
Intentionality
 Can I identify like-minded committed people
as partners to buy into this project?
 Do I have enough time to identify, contact
and gain commitment from partners?
 Are my partners external or internal to my
institution?
Independence
 Do I have permission to invite institutional
personnel into a collaborative effort?
Resources
 What organizations, groups and
communities are my partners connected to?
 What resources (monetary, in-kind, access,
influential power, etc.) do my partners bring
to the project?
Diversity
 What level of diversity does this
collaboration reflect? (cross-cultural,
student affairs, academic affairs, student,
staff and faculty, minority/multicultural
affairs, etc.?)
Imagination
 What does imagination have to do with all of this?
 Imagination: “The ability to form images and ideas in
the mind, especially of things never seen or
experienced directly”.
 For any project to come to the table,
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there must first be a vision.
 In my experience, a vision is not of what will be, but
of can be. In other words possibilities.
 How often are we told to imagine?
Imagination (cont.)
 How often do we higher education list
imagination as a job requirement?
 Imagination is for artists, performers, etc.
Higher Education is serious business.
 How much more effective would our work
be if the first order of business (after
introductions) either individually or
collectively was to simply take some time to
imagine?
Conclusion
“When spider webs unite,
they can tie up a lion.”
References & Resources
 The Journal of Blacks in Higher
Education www.jbhe.com
 National Association of Student Affairs
Professionals www.nasap.net
 Retaining African Americans in Higher
Education: Challenging Paradigms for
Retaining Black Students, Faculty and
Administrators Dr. Lee Jones (Editor)